L&D is often asked to do (and be) a lot of things. Especially now, as employees are driving new expectations for their careers and workplace culture, learning and development has become a way for organizations to attract and keep top talent. But even as we move beyond the peak of the “Great Resignation,” companies are still seeking ways to have their employees feel engaged, supported, and purposeful beyond their first 60 to 90 days.
With a growing want and need to upskill and reskill, find purpose, and feel more connected and engaged, employees are looking for more – they want growth. If you feel like your organization is struggling to retain exceptional workers, it’s probably a good time to assess how a strong learning culture can help.
What do we mean by a learning culture?
One of the most powerful ways an organization connects with its employees is through their learning and development programs. Beyond just skill-building, learning and development programs send a message about the value the organization puts on growth, as well as provide an opportunity to reinforce its mission, vision and values.
But creating a true learning culture goes beyond standard, job-based training. It means embedding learning seamlessly into the daily workflow and activities of individuals in the workspace .
A strong learning culture also supports employees in succeeding at learning – this means removing any barriers to learning. Companies need to create time and space for their employees to learn, as well as provide them with options to learn and apply key learning behaviors.
What does this have to do with retention?
According to Gallup, employee engagement has fallen to a 10-year low, with contributing factors being a sharp decline in employees understanding what is expected of them at work. While traditional L&D efforts help clarify role expectations, having a culture that embeds learning into every part of the business fosters a deeper sense of confidence, value and preparedness.
Build learning and advancement into employees’ roles
Rather than treating development as a separate initiative, integrate learning and development right into employees’ roles. This could look like micro videos to upskill employees on a new feature of a current system or utilizing on-the-job training to define and track learning of tasks or processes related to their current (or future) role. When employees see a clear connection between their day-to-day responsibilities and their long-term growth, they become more invested in their work and future with your organization. This integration requires close collaboration between HR and L&D to best evaluate the needs of both the employees and the organization – identifying strengths, addressing skill gaps, and outlining tangible growth plans that align with business goals.
Acknowledge that not all employees may know how to learn
Not every employee has the same ability – or confidence – to take ownership of their own development. Even highly motivated team members may struggle with knowing what their right next step is. Consider factors like context (the time and space to learn) and capacity (employees personal engagement and application of new knowledge and skills) in mind when creating learning experiences as these will provide visibility to areas where more personalization, communication, and transparency need to occur. In addition, feedback mechanisms like pulse surveys, training evaluations, and learner councils ensure learning is a two-way street – allowing employees to share insights that can help refine and improve L&D offerings.
Create training that communicates purpose
L&D programs aren’t just about what employees learn – they’re also about what those programs communicate. When learning experiences clearly communicate purpose, value and connection to the organization’s broader goals, employees are more likely to connect with and commit to them. These programs can help create environments that propel employees forward, seeing how their growth aligns with the company’s future.
Linking a learning culture to performance and growth
A thriving learning culture drives business results through behavior change and performance improvement. But that only happens when learning is reinforced with real opportunities to practice, reflect, and apply new skills. Managers play a critical role in this. They need to be empowered to have meaningful one-on-ones that go beyond task management and support development, encourage learning, and is a resource for employees as they identify their career aspirations. Success is then measured by focusing on outcomes: Are people doing things differently? Is there a measurable business impact?
The best retention strategies are built on continuous growth. When employees feel like they’re growing, they’re more likely to stay. That’s the power of a learning culture—it doesn’t just fill skill gaps; it fosters purpose, engagement, and a sense of belonging.
If you're ready to make learning a core part of your employee experience, we're here to help. Whether you’re just getting started or looking to elevate your existing programs, our team can design and deliver learning strategies that drive real results.
